Originally Posted by
captnate702
We proposed a min % of trips must be day trips, management rejected it and sources say it hasn't been brought up since. If there is min% of trips must be day trips then that is a difficult thing to "ignore" when its a number that can easily be quantified. Similar to min # of days in a month, etc.
Y'all can poo poo my biggest asks, and my "sample size" but none of you have mentioned any other reason for being here. Margi, tom, tailend, etc. why are you all here if not for the day trips? please give me one reason you are still here? if you don't have other options, i get it. But anybody with options would be crazy to stay here unless they valued the day trips. there is nothing that this place offers to keep somebody here...
Still waiting to hear of any reason why someone would stay here if not for the day trips...
Originally Posted by
captnate702
Union proposed a min % of day trips as part of the contract. that is how you get the guarantee. Union is obviously aware of this and working to get it in the contract (from what I'm hearing, this is a line in the sand for some on the NC and E Board).
Originally Posted by
captnate702
There are some on the NC and E Board that will never accept a deal that doesn't include a min % of day trips. I believe them when they say this is a line in the sand that will not be compromised. Time will tell.
You said this multiple times. Do you mind saying who told you that? Not one person I spoke to on the NC or E Board (Granted I have not spoken to 100% of the E Board) has said that Day Trips are a line in the sand (to be fair they haven't even said that having ANY % of day trips are a line in the sand). What I have heard is that they will not let the company ignore both scenarios. Either:
1. The company agrees to a minimum % of day trips
2. The company agrees to a TAFB, overrides, and hotel language
So far the company refuses to do either of those things, which is unacceptable.
For those asking how that would be paid out (breaking the day trip %), one way is to do graduated pay overrides for breaking the percentages. (i.e. 1%-5% violation pays a 10% override to all pilots, 6%-10% violation pays a 20% override, >10% violation pays a 30% override to the entire group). Black and white, easy to defend and payout, etc.
I think the scheduling arbitration is an apples-to-oranges comparison. The union has won multiple arbitrations and the company keeps suing and appealing the decisions. The union just won the hearing saying that the arbitration can move forward and will now be heard for the umpteenth time, and the union will win again. Of course, the company needs another six months to prepare for the arbitration that has been going on for years at this point. They know they will lose and lose big at the end of the process. They are just delaying the inevitable and hoping they can gain some way to leverage the new CBA into making all the arbitrations go away.